Sweden became a member of the European Union in 1995. When Sweden entered the Union the government also agreed on implementing every law, regulation and directive the Union have and will have in force. One directive the Union wants every country to implement is the Directive (93/104/EG) concerning certain aspects of the organization of working time. This directive includes regulations concerning the relationship between employer and employees. The regulations in the directive must be in force before January 1 2007. One of the main points in the directive is the possibility for the parties on the labour market to reach agreements through collective agreements that deviate from the legislation concerning work hours. When the directive is a part of the Swedish law system the possibility for employer and employees to deviate from legislation concerning work hours in collective agreements will be limited through an EG-barrier. The EG-barrier sets a limit for the parties on the labour market to reach collective agreements if the agreement means worse conditions for the employees. The possibility for the parties on the labour market to abscond the legislation concerning work hours is regulated in the third paragraph in the legislation concerning work hours. This article describes what other articles the parties on the labour market can abscond from. If the collective agreement contains regulations which means worse conditions for the employees the agreement declared invalid and the employer will be liable for damages. The purpose of the essay is to examine in what extent the parties on the labour market can reach collective agreements after January 1, 2007.

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Diss. Stockholm : Stockholms universitet, 2006.

The purpose of this essay is to examine the difference in salary between a worker with a higher education and a worker who has a lot of experience in a workplace. Someone who has a high education have the right to have a salary that matches the worth of that education, but what about the loyalty that the workers who might not have the same education but have been staying in the same workplace for years? It is not as easy to value that as it can be with an education. To be able to find answers a legal method has been used. Some collective agreements have been used together with a few different laws and interviews with workers who is not happy with the salary they get. The interviews have been used to reflect how the reality is versus what the collective agreements says. In conclusion, a lot of companies are working towards being more appreciative of the loyal workers. Since education is a good enough reason for a higher salary there is not that much that is being said about it, and not any comparison between experience and education either. In this essay, this will be discussed further.

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Uppsatsen utgår från det moderna samhällets tro på den rationella individen och på en liberal frihetskatalog bestående av såväl ekonomiska, sociala, kulturella rättigheter och medborgerliga, politiska rättigheter. Utifrån denna teoriram belyser uppsatsen hur vi kan förstå kollektivavtalens rationalitet och funktion samt kopplar dessa till de mänskliga rättigheterna. Ett kollektivavtals huvudsakliga syfte och rationalitet kan kort beskrivas som att det reglerar arbetsmarknaden utan statligt inflytande och på en sådan nivå att såväl kapitalismen som arbetskraften ges en möjlighet att överleva, reproducera sig och bli starkare. Genom att detta sker utan statliga ingripande så riskerar inte heller staten att drabbas negativt vid missnöje med anställnings och arbetsvillkoren, men får ändå in de skattemedel som behövs för att fylla den liberala frihetskatalogen med ett sådant innehåll att de mänskliga rättigheterna kan hamna på en hög nivå. / The essays starting-point is the modern society’s belief about the rational individual and on a liberal liberty bill witch include both the economical, social, cultural rights and civil and political rights. From this theoretic framework the essay illuminate how we can understand the collective agreements rationality and function witch later on is coupled to the human rights. A collective agreement main purpose and rationality can short be described as at it regulate the labour market without state interference and on such a level that both the capitalism and labour force will get an opportunity to survive, reproduce it self and getting stronger. The lack of state interference also lead to the fact that the state itself is not threaten if it’s citizen is unsatisfied with employment and working condition, but still gets the taxes that are needed to fill the liberal liberty bill with such substance that the human rights can reach a high level.

När en arbetsgivare är bunden av två konkurrerande kollektivavtal får andrahandskollektiv-avtalet – enligt principen om konkurrerande kollektivavtal – endast en begränsad rättsverkan i jämförelse med rättsverkan hos ett förstahandskollektivavtal. Principen om konkurrerande kollektivavtal, som utvecklats i Arbetsdomstolens praxis, innebär att arbetsgivaren som huvudregel endast är skyldig att tillämpa bestämmelserna i förstahandskollektivavtalet. För att principen dock ska aktualiseras krävs det att bestämmelserna i första- och andrahands-kollektivavtalet konkurrerar på ett sådant sätt att en samtidig tillämpning av båda bestämmelserna skulle medföra betydande olägenheter för arbetsgivaren. För att avgöra om så är fallet krävs det dock att innehållet i båda bestämmelserna först tolkas för att därefter avgöra om arbetsgivaren riskerar att åläggas att agera på olika sätt i förhållande till de olika bestämmelserna. Så är alltid fallet om bestämmelserna är oförenliga såtillvida att en tillämpning av bestämmelsen i andrahandskollektivavtalet står i strid med en bestämmelse i förstahandskollektivavtalet. Så kan dock även vara fallet trots att bestämmelserna inte är direkt oförenliga men då under förutsättning att bestämmelserna ändå skiljer sig åt såtillvida att arbetsgivaren måste anpassa sitt agerande i förhållande till bestämmelserna i respektive kollektivavtal för att inte strida mot endera.

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The Swedish labour market has developed a system were the relationship between employers and employees is in the largest extent regulated through collective agreements. A principle of the Swedish model has long been that the government should not interfere in wage setting and that the regulation on the wage settings is provided for the organisations on the labour market, however, a system of collective agreements that are generally applicable are very common in many European countries. The significance of this system is that the collective agreement is binding on all parties on the labour market which includes, both employers and employees that are members and also non-members in a trade union. A method with doctrinal and labour law in context has been used. This essay has examined how an imposition of the collective agreements with a general effect could affect the protection of workers in the Swedish model, and what kind of consequences such imposition could contribute to. Collective agreements are very important for the Swedish model and the employer has an obligation to apply conditions of collective agreements on employees that are non-members in a trade union or members in a different union. Employers who do not apply these conditions to workers can be guilty of violation of the collective agreement. In Sweden, collective agreements have a very high coverage despite the absence of collective agreements that are generally applicable. The high coverage is important because collective agreements offers workers a safer protection with more rights and opportunities to influence their workplace. In practice, it is also established that collective agreement in a workplace should be the central, and that it should have a normative effect on workers. However, the employer can bypass a few rules, which may affect workers negatively because they do not get equal rights or an equally strong protection. In order to maintain the Swedish model, a high number of trade union memberships are necessary. On the other hand, it has been shown that the number of trade union memberships has been decreased which can contribute to a diminished position on the labour market for workers and the trade unions. An adoption of collective agreements with a general effect as a complement to the system we have today would have been a good solution to include more employees. However, it can also be considered as an invasion on the Swedish model.